Reference Checks Are Broken. Here Is How to Make Them Useful Again

By Team Hirschel

Most hiring managers treat reference checks as a formality: confirming job titles and dates and moving on. But research shows that checkbox-style calls offer little insight and can lead to costly bad hires.

Why Traditional Reference Checks Fail

References are often carefully curated, and respondents tend to stick to safe territory when asked general questions. Many conversations only confirm what is already on a resume, bare facts like employment dates or job titles.

The result? You miss subtle clues about performance, work habits, and how the candidate acts under pressure.

Ask Stronger Questions for Deeper Insight

The key to effective reference checks is to ask situational and open-ended questions that go beyond basic verification.

Try questions like:

• Can you describe a challenging situation this person faced and how they handled it?
• What kind of leadership style helps them perform best?
• Would you rehire them, and what support would make them even stronger?

These types of questions encourage references to share detailed observations about problem-solving ability, adaptability, and team dynamics.

Use Multiple Perspectives

Speaking with only one type of reference – such as a supervisor – limits your view. Best practice is to talk with multiple people: ideally a former boss, a peer, and someone who reported to the candidate. This 360-degree approach gives a fuller picture of how the candidate works and interacts.

Structure Your Process

Using a consistent structure improves the quality of reference checks. A mix of checkbox verification (for skills and cultural fit) and open comment fields allows for fair comparisons across candidates.

Timing Matters

Reference checks are most valuable when done later in the hiring process, like after interviews and before offers. That is when you can dig deeper into specific concerns and confirm whether the candidate is a strong cultural and performance fit.

4 Steps to Make Reference Checks Useful

Reference checks are not broken. But asking surface-level questions and verifying only facts is. To get useful insights, rethink your approach:

1. Use stronger, situational questions
2. Talk to multiple references: a supervisor, a peer, and a direct report if possible
3. Use a structured process with both checkbox verification and open feedback
4. Time your calls strategically: after interviews and before extending an offer

Done right, reference checks can be the difference between a hire that thrives and one that fails. Take them beyond verification and turn them into a true window into future performance.

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Sources

• SHRM: HR Urged to Put Emphasis on Reference Checking – https://www.shrm.org/topics-tools/news/talent-acquisition/hr-urged-to-put-emphasis-reference-checking
• SHRM: How to Get Great Results Checking Candidate References – https://www.shrm.org/topics-tools/news/talent-acquisition/how-to-get-great-results-checking-candidate-references
• SHRM: Reference Check Checkup – https://www.shrm.org/topics-tools/news/talent-acquisition/reference-check-checkup
• HBR: The Right Way to Check Someone’s References – https://hbr.org/2016/07/the-right-way-to-check-someones-references
• HBR: How to Choose the Right References – https://hbr.org/2014/10/how-to-choose-the-right-references
• HR Dive: 4 Tips on Handling Reference Checks – https://www.hrdive.com/news/4-tips-on-handling-reference-checks/650868
• LinkedIn: Mastering Reference Checks: Best Practices for HR – https://www.linkedin.com/pulse/mastering-reference-checks-best-practices-hr-rachel-mack
• VidCruiter: Reference Check Best Practices – https://vidcruiter.com/reference-check